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Latest article from our team about exploring the vital role of Leadership Advisory Services in today's executive search firms.These services extend beyond recruitment to shape the future of organizations, offering tailored solutions in succession planning, diversity programs, and much more. Leading global firms have been evolving into these strategic partners for years. Do you agree with its importance of leadership advisory within executive search? #LeadershipAdvisory #ExecutiveSearch

The reason why executive search consultants do not need a boss. In the realm of top-tier executive search consultants, the traditional concept of bosses takes a back seat to a more dynamic model. Here's why top consultants thrive not under bosses but alongside mentors and role models within their peer network: 1️⃣ Collective Excellence: In an environment where excellence is the standard, top executive search consultants find synergy in a community of equals. Rather than hierarchical oversight, the emphasis is on collective excellence, with each consultant contributing unique strengths and perspectives. The success of one elevates the success of all. 2️⃣ Mentorship as Catalyst: Top consultants understand that mentorship is a two-way street. Within a peer network, mentorship becomes organic, flowing seamlessly among colleagues. Each brings a wealth of experience, and the interchange of insights becomes a powerful force for continuous growth. Mentorship is not dictated by authority but fostered through mutual respect. 3️⃣ Role Models in Action: Working alongside accomplished peers provides a daily dose of inspiration. Instead of being managed, top consultants are driven by the example set by their colleagues. Each success story within the team becomes a blueprint for others to emulate, creating a culture where achievement is celebrated and inspires others to reach new heights. 4️⃣ Project Retention through Excellence: The connection between consultant excellence and project retention is undeniable. In a peer-driven model, the better your colleagues, the stronger the collective ability to secure and retain projects. Each consultant's success contributes to the reputation and standing of the entire team, attracting high-profile projects organically. 5️⃣ Dynamic Collaboration: Top executive search consultants thrive on collaboration, not rigid hierarchy. The absence of a boss allows for more dynamic collaboration, where ideas flow freely, and solutions are forged collectively. This collaborative ethos leads to innovative approaches that set the team apart in the competitive landscape. In conclusion, the landscape of top executive search consultancy thrives not on a traditional boss-employee dynamic but on a collaborative network of mentors, role models, and peers. The symbiotic relationship among top consultants propels the entire team to greater heights, resulting in enhanced project retention and industry influence.

Elevating Organizations Through Expert Executive Search Consultancy Apart from the obvious gain of hiring the right individual in a leadership role, organizations stand to benefit significantly from engaging with an executive search consultant due to the consultative approach they bring to the table. A search consultant delves deep into the client's business landscape, employing a strategic methodology that encompasses various critical elements. Market Perception: A key aspect is understanding market perception, wherein the consultant identifies the organization's strengths and areas for improvement, and also provides insight on external perceptions. Compensation Benchmarking: Furthermore, the consultant conducts thorough compensation benchmarking, meticulously researching similar roles in the industry. This ensures that the client remains competitive. Competitors' Hiring Practices : Additionally, the analysis extends to competitors' hiring practices, providing invaluable insights.

⏱️ Time is ticking, don't struggle alone when growing your team! Our client, a boutique strategy consultancy, was on the hunt for an Associate Director to oversee new projects and growth for 6 months before they enlisted our help. Our proactive approach and industry knowledge meant we knew exactly where to find someone who could meet the client's needs. It wasn't long before we had a shortlist of 3 potential employees. After two rounds of interviews, the clients made an offer to one of the candidates, which was happily accepted. 🚀 When your client list is growing at pace, so should your team. Don't let recruitment restrict your growth, learn how we help you by reading the full case study here: https://lnkd.in/e8_udAXg #Growth #Strategy #Recruitment #GrowthStrategy #RecruitmentSpecialists #Recruiters #Consulting #BoutiqueConsulting #CaseStudy

Many c-suite and senior-level executives focus their job search efforts on landing a Board of Directors role. They’re the kind of candidates Boards typically covet. Executive job seekers often ask me what they need to do differently in their job search to land a Board role. The best job search strategy to land a Board of Directors role for either a for-profit company or non-profit organization is much the same as for any executive job: >> Targeting and Research Start with targeting and research, to identify specific companies with Boards that will be a mutual good fit, what problems the companies are facing right now and what specific areas of expertise you have that the Boards are looking for. >> Personal Branding Define your personal brand around the personal attributes, values, passions and other qualifications you possess that will resonate with the Boards you’re targeting. >> Job Search Content Writing Write content for your executive resume, biography, LinkedIn profile, and other job search materials that will position you as the expert and/or problem solver they need. Your biography is particularly important to Boards. Strong bios rely on storytelling, which helps people assessing you get a much better feel for your personality and values, and the way you operate, than a resume does. >> Networking Networking matters! Most Board roles are filled through personal connections. Use your robust network to network your way into Board of Directors roles by connecting with existing Board members and those who know them, executive recruiters specializing in Board recruitment, and others at Board companies. #BoardofDirectors #BoardMember #BoardDirectors #ExecutiveJobSearch https://lnkd.in/dBwpwc2Q

When I see search businesses list out very senior mandates they are managing on LinkedIn, I become concerned both for the consultant as well as the client they are representing. It would be difficult to represent several firms with very similar roles as you would be conflicted out. Furthermore, the amount of resources it takes to properly manage an MD, Partner, C-level search is incredible – client lead, delivery team, research, search operations. Lastly, as a steward of the search community, you are simply transacting across a broad client base, thus watering down your brand and the industry. When a company goes to market on a contingency basis to hire someone with authority (P&L ownership, leadership oversight, Board exposure), this is how the market reads into it: -> The hire is a nice to have, if we find someone we like, we’ll hire them but we are not in a rush to do so. -> They do not believe in investing time, effort or money into this process therefore it’s not a priority. -> If the company doesn’t invest in a search process, what else are they not investing in? -> They’ve never run an executive retained search process and are set in their ways, are they old school or not forward thinking? -> They do not prioritize DEI as part of their hiring policies. -> They must have been burned in the past and have not figured out how to engage a reputable search firm. If you are a search business and representing clients for executive mandates on a contingency basis, it’s time to level up, set boundaries for your business and change the narrative - we are in it together! #WeAreEastward

From Bigger is Not Always Better by Kelli Vukelic. “On the other end of the spectrum, however, are boutique search firms. “You may be skeptical of these smaller enterprises, fearing that they lack the resources and experience to find the right executive for your organization. But these fears are often unfounded — in fact, boutique firms are often better resourced, making them a better fit for your search." When engaging with a boutique firm, you are more likely to deal directly with the person or team leading your project, according to Ms. Vukelic. “Typically, boutique firms create team structures to work on projects, and their top-to-bottom approach offers the client extraordinary attention to detail,” she says. “They can assess a client’s unique needs and then customize their approach accordingly. An agile process allows time for listening, connecting, coaching, and advising. This personalized approach allows boutique firms to place candidates who are technically, academically, and culturally additive to the organization. This sets both the client and candidate up for success on the first go-around, saving everyone involved valuable time, money, and energy.” #executivesearch #boutique https://lnkd.in/epVpyAkW

The High Art of Executive Search for Schotte Consulting Managementberatung encompasses a sophisticated blend of strategic analysis, intuitive understanding, and meticulous process management, tailored to identify and engage top-tier talent for leadership roles. This approach is characterized by several key elements: 1. Deep Industry Insight: Schotte Consulting Managementberatung distinguishes itself by possessing profound knowledge of the industries it serves. This expertise enables the firm to understand the specific challenges and opportunities within those sectors, allowing for a more targeted and effective executive search. 2. Global Talent Network: The art of executive search at Schotte Consulting extends beyond local markets, tapping into a global network of professionals. This wide-reaching approach ensures the identification of the best candidates worldwide, matching the international aspirations of their clients. 3. Personalized Strategy: Each search is seen as unique. Schotte Consulting crafts bespoke search strategies that align with the specific requirements of the role and the cultural and strategic objectives of the organization. This customization ensures a harmonious fit between the executive and the company. 4. Psychological Acumen: Understanding the nuances of personality, motivation, and leadership style is crucial. Schotte Consulting employs sophisticated psychological assessments and in-depth interviews to gauge the compatibility of potential candidates, ensuring they possess the requisite leadership qualities and fit the organizational culture. 5. Ethical and Discreet Engagement: The firm upholds the highest standards of professionalism, maintaining confidentiality and integrity throughout the search process. This ethical stance fosters trust among all parties involved and protects the interests of both clients and candidates. 6. Long-term Partnership: The relationship between Schotte Consulting and its clients goes beyond a single search. The firm views each engagement as the start of a long-term partnership, offering ongoing support and advisory services to ensure the enduring success of the placed candidates and the overall health of the organization. 7. Outcome-Focused: The ultimate goal is to achieve a successful placement that drives organizational success. Schotte Consulting's artful approach to executive search culminates in the seamless integration of leaders who can inspire teams, drive innovation, and deliver results. The High Art of Executive Search, as practiced by Schotte Consulting Managementberatung, is a comprehensive and nuanced process that blends strategic insight, deep market knowledge, and a personal touch to deliver leadership solutions that transform organizations.

Discover the key reasons why companies choose to hire Non-Executive Directors in this comprehensive guide. Find out how they contribute to strategic decision-making: https://buff.ly/3WGEMeK @JohnGCourtney

We've finally listened to what our community and market has been demanding from us over the past few years. Oaktree Talent Group announced yesterday the launch of Future State Consulting, our contract and interim management consulting division. Future State Consulting unlocks engagement with world-class freelance management consultants, project teams, and interim executives on a flexible basis. Most will have gained their consulting experience and toolkit in global top-tier firms such as McKinsey, Bain, BCG, Kearney and L.E.K. Future States high-touch service will ensure that clients receive the highest quality shortlisted interim consultants faster, with the added benefit of a deeper dive into the competencies required to complete their mandates which is achieved through state-of-the-art screening and interviewing processes. This, coupled with quality reference checking (both formal and informal) by experts who really know this space inside out, will ensure both candidates and clients alike experience that which is synonymous with the Oaktree brand - Quality, Consistency, Intimacy and Speed! Headed up by Rebecca Grainger, Future State's experienced consultants will engage with hiring managers to fully understand the gap that needs to be filled and make high quality recommendations within hours; assisting in filling these critical skill gaps during times of change, crisis, or growth. So if you are interested in hiring interim Strategy or Transformation consultants or keen to find a project or two as a stopgap during your permanent job search, please reach out to any of us for a confidential chat. #futurestateconsulting #interimstrategyconsultants #managementconsultants